Talent Development Program Manager

Hadrian - Manufacturing the Future

Hadrian is building autonomous factories that help aerospace and defense companies manufacture rockets, satellites, jets, and ships up to 10x faster and up to 2x cheaper. By combining advanced software, robotics, and full-stack manufacturing, we are reinventing how America produces its most critical parts.

We’re accelerating our mission with the launch of Factory 3 in Mesa, Arizona, a 290,000-square-foot facility creating 350 new jobs. We are expanding rapidly to support thousands of future hires, launching Hadrian Maritime to expand into naval production, and introducing a Factory-as-a-Service model that delivers complete systems instead of individual parts.

Hadrian is backed by leading investors including T. Rowe Price, Lux Capital, Founders Fund, and Andreessen Horowitz, our fast-growing team is united around reindustrializing American manufacturing for the 21st century and beyond.

The Role:

We are looking for a Talent Development Program Manager to shape how people join, grow, and contribute within our organization.

In this role, you will own the new hire experience end-to-end — from offer signed through the critical first 90 days and build the development infrastructure that supports employees long after onboarding ends. You will partner closely with senior leadership to build programs that are practical, scalable, and deeply aligned with the realities of a fast-moving environment. You bring a learning mindset to everything you build whether that's a structured onboarding curriculum, a manager workshop, or a self-directed resource guide.

This is a hands-on role with significant strategic influence. You will design and run programs, not just coordinate them and you will be expected to measure their impact and continuously improve them.

What You’ll Do

• Design and continuously improve a structured onboarding program that accelerates time-to-productivity for hourly, salaried, and supervisory employees across multiple sites

• Develop and facilitate learning content including role-specific onboarding tracks for key functions including engineering, GTM, and corporate roles

• Partner with leaders and frontline supervisors to ensure onboarding is practical, relevant, and consistently delivered

• Own the 30/60/90-day new hire experience, including check-ins, milestones, and feedback loops that surface early retention risks

• Develop and maintain onboarding materials, facilitator guides, and digital resources in collaboration with subject matter experts

• Own end-to-end program management: scoping, stakeholder alignment, execution, and post-program evaluation

• Define and track key metrics completion rates, time-to-productivity, retention by cohort, manager satisfaction scores and report regularly to People leadership

• Manage vendor relationships and external facilitators where relevant, ensuring quality and cost-effectiveness

• Maintain program documentation, toolkits, and process guides to ensure consistency across sites and over time

• Navigate competing stakeholder priorities and translate them into coherent program decisions that move the business forward

What We’re Looking For

• 6+ years of experience in HR, talent development, organizational development, or a related People function

• Demonstrated experience designing and running onboarding or new hire programs ideally in a manufacturing, logistics, distribution, or similarly operational environment

• Experience applying adult learning principles to program design - familiarity with instructional design methodologies (ADDIE, SAM, or equivalent)

• Strong project management skills with the ability to manage multiple programs simultaneously across different audiences and timelines

• Comfort working with frontline and hourly employee populations, understanding the unique constraints of shift-based and production environments

• Data-oriented mindset; you define success metrics upfront and use them to drive program decisions

• Excellent facilitation and communication skills; able to engage credibly with both floor supervisors and executive stakeholders

• Experience with HRIS and LMS platforms; familiarity with tools like Rippling, Workday, Cornerstone, or equivalent

• Demonstrated experience leading, mentoring, or developing others formally or informally

• Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field; relevant certifications (SHRM-CP, ATD, Prosci) a plus

What Will Set You Apart

• You're energized by building programs from the ground up, not just maintaining what already exists

• You're comfortable in environments that are fast-paced, operationally complex, and not always perfectly structured

• You think like an owner — you care about outcomes, not just activity

• You see onboarding not as an HR checkbox but as the foundation of long-term employee success

Compensation

For this role, the target salary range is 160,00 - 200,000 (actual range may vary based on experience).

This is the lowest to highest salary we reasonably and in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs.

• Medical, dental, vision, and life insurance plans for employees

• 401k

• Relocation support may be provided for certain situations, based on business need.

• Flexible vacation policy

ITAR Requirements

To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.

Hadrian Is An Equal Opportunity Employer

It is the Company’s policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race inclusive of traits historically associated with race (including, but not limited to, hair texture and protective hairstyles, such as braids, locks and twists), color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, transgender status, national origin (including, in California, possession of a drivers license), ancestry, citizenship, age, physical or mental disability, height or weight, medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, exercise of reproductive rights, any other basis protected by local, state, or federal laws, or any combination of the above characteristics. When necessary, the Company also makes reasonable accommodations for disabled candidates and employees, including for candidates or employees who are disabled by pregnancy, childbirth, or related medical conditions.